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Questions Related to Employee Relations and Affirmative Action Questions

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Summary: Sometimes certain illegal questions are asked through application form or in an interview. You should be aware of such questions. People from minority group generally have face these questions. It should be avoided and try to give no importance to it.

Questions Related to Employee Relations and Affirmative Action Questions

Employee and Labor Relations (Job-Related questions you develop)
 
  1. What kind of employee relations program does the company have?
  2. What would be my role in employee relations?
  3. What is the biggest employee relations problem you are having right now?
  4. What are some of the typical ongoing employee relations problems you have?
  5. What kind of formal employee recognition policy do you have?
  6. What process does management have to meet with employees and exchange ideas on an informal basis?
  7. Does the company have a high turnover rate?
  8. What is the greatest reason for employee turnover?
  9. What are you doing to reduce turnover?
  10. Are you a union shop? In what classifications?, Nationally?, Which unions?
  11. What is the state of the relationship of the company with its unions?
  12. What is the process for dismissing a staffer?
  13. What resources are available for a staffer to respond to a reprimand or warning? A dismissal?
  14. What resources are available for a manager with the same problems as a staffer?
  15. What kind of psychological tests does the company give to job applicants and/or employees?
  16. Does the company give tests at all? Are they standard in all of the company offices?
  17. Does the company give polygraph tests? (These are illegal in many states.)
Recruiting, EEO and Affirmative Action Questions (For people applying for a human resources position)


 
  1. Does the company hire management personnel from outside?
  2. How does the company recruit now?
  3. Are all positions recruited through the personnel department?
  4. Does the company recruit through free agencies, such as the YWCA displaced homemaker program or 40 Plus?
  5. Is the company required to recruit certain protected group members due to a suit, charge or settlement of a charge from that group?
  6. Does the company have a recruitment program for protected group candidates?
  7. Is the company active in affirmative action?
  8. What are the provisions of the company's current affirmative action plan?
  9. Has the company ever been reviewed for compliance?
  10. Does the company currently have an EEO or other personnel-related suit or charge pending? In what area(s)?
  11. Does the company directly contract with governments (federal, state and/or local)? Indirectly through subcontractors or clients?
Illegal Topics

Recent employment laws have made certain topics illegal for discussion. The Equal Employment Opportunities Act restricted topics that could be asked of minority groups and women. Later, laws restricted questions about age, health and physical disabilities. Briefly stated, the restrictions on questions that can be asked, either on application forms or in personal interviews prior to employment are as follows:

Responding to Illegal Questions

Most companies are aware of what they can and can't ask on applications. However, if the organization does not have a human resources department or legal department that sees that the organization doesn't open itself to possible litigation; you may find an application containing illegal questions. And you'll almost certainly come up against illegal questions in interviews. How do you handle these?
  1. If you come up against an illegal question on an application, ignore the question and don't answer it, or put an "NA" (not applicable) in the blank. Be aware, however, that after the company has made you a job offer, you are required to answer many of those same questions for insurance purposes and to show that the company is in compliance with state and federal regulations.
     
  2. When you are asked an illegal question in an interview, you can try any of these strategies:
     
    • Counter the question with a question; "Do you believe that my ability to do this job is contingent on that factor?"
       
    • Go ahead and answer the question as though it is no big deal. Get off it as fast as you can.
       
    • Don't pontificate, or call the interviewer's attention to the fact that the question is illegal, unless you have definitely decided you don't want the job, and don't want anything more to do with that organization.
       
    • A suggestion: Do write down the interviewer's name and the exact question you were asked, with the date, location and the job you applied for, just for your own possible protection.
Post Mortem

Regardless of what kind of interview(s) you have undergone, consider the activity a learning experience. When you leave the site of the interview, take time to make notes on how you did. Before you forget, note the areas you thought you handled well, the areas where your answers were not what you would have liked. Also make notes of anything else that you think you should work on.

Debriefing: Convene your support group. If you are a member of a job search group, that support group would be the strategy group to which you belong. Discuss your feelings about the interview, and try to reconstruct the interview for the others. Describe the interviewer. What communications style did you observe? Were your responses appropriate for that style? Talk about the chemistry of the interaction. How did the two of you get along?

Describe the organization and the work climate that you could observe. What did the organization do? If the interview was not good, tell the group why, and try to look on it as a practice session.

Develop Strategies for Improvement. Discuss whatever negatives there were. Get feedback from the group on possible ways to turn those negatives into positives. Work out better responses together on the tough questions you may have fluffed.

Follow-up: Then, honestly, answer for yourself, "Do I really want to work there?" If you do, and you feel you have an honest chance at the job, ask the strategy group to suggest ways you can further your "suit" for the job. Write your follow-up letter(s) and ask them to evaluate the letter(s) before you send them. What other suggestions do they have for you? If they seem reasonable, do them.
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